HR Topics



Unions and Collective Bargaining

Chapter 22 of Human Resource Management in a Business Context (3rd Edition 2007) by Alan Price - published by Cengage

Contents

Objectives

  • Debate the concept of collective employee relations
  • Provide an overview of formal employee relations, including the role of trade unions
  • Evaluate comparative employee relations in a range of developed countries
  • Draw lessons from comparative employee relations

Sections

  • Collectivization and confrontation
  • Employee relations in North America
  • Employee relations in the UK
  • The Employment Relations Act (1999)
  • The European Union
  • German employee relations
  • Employee relations in Australia and New Zealand
  • Japanese and east Asian employee relations
  • Organizations and employee relations
  • Employee relations strategies

Summary

Employee relations broadens the study of industrial relations to include wider aspects of the employment relationship, including non-unionized workplaces, personal contracts and socio-emotional, rather than contractual, arangements. This is an area with diverse ideological under-pinnings and political ramifications. Governments have taken an active part in determining its conduct. In Europe, harmonization is leading to the establishment of works councils across the EU, giving a new role for collective representation. Australia and New Zealand have seen some of the most signficant changes in employee legislation in recent years.
Chapter 21  >  Chapter 23

Human Resource Management in a Business Context

Human Resource Management in a Business Context, 3rd edition
 Human Resource Management in a Business Context provides an international focus on the theory and practice of people management. A thorough and comprehensive overview of all the key aspects of HRM, including articles from HRM Guide and other sources, key concepts, review questions and case studies for discussion and analysis.
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